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Workers Choose People Over AI at Hiring’s Most Critical Moments, New Staffmark Group Research Finds

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2 months ago

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2026 Heart of Work Index reveals four distinct workforce personas — from the “Face Timer” to the “AI Autopilot” — and shows technology helps fuel the search, while people close the deal.

CINCINNATI, Sept. 2, 2026 /PRNewswire/ — Even as artificial intelligence reshapes hiring across industries, most American workers still want a human being guiding them through the process, according to new research released today by Staffmark Group, a leading workforce solutions provider.

The first annual 2026 Heart of Work Index, based on a survey of 3,746 workers across eight industries, scored the overall hiring experience talent wants at 71 out of 100, where 0 represents an all-digital experience and 100 represents an all-human one. The result confirms what many employers have suspected, but few have quantified: when it comes to landing a job, people still want people.

The study identifies four distinct hiring personas, each reflecting a different mix of technology and human interaction. The two most human-oriented groups — nicknamed the Face Timer and the Guided Navigator in the study — together account for 60% of the workforce. The Face Timer wants a real recruiter from the very first conversation to the final offer, while the Guided Navigator is happy to let technology handle logistics as long as a person is steering the relationship. By contrast, the Almost Autonomous and the AI Autopilot — who prefer to self-serve through most or all of the process — make up a combined 40%. Only 18% of workers identify as digital-only.

Where Human Touch Matters Most
The research also pinpoints exactly where human involvement matters most. While job seekers are comfortable using technology to search for openings and build resumes, human interaction becomes the deciding factor once the stakes rise:

Hiring Stage

Prefer Human-Led

Prefer Tech-Led

Resume-Building

54 %

46 %

Job Search & Apply

53 %

47 %

Post-Apply/Pre-Interview

70 %

30 %

Onboarding

64 %

36 %

The gap is widest at the post-application, pre-interview stage — typically the point where anxiety about a candidate’s prospects peaks — where 70% of workers prefer human-led support versus just 30% want a digitally-led experience.

“Speed and technology absolutely have their place, especially at the very top of the hiring funnel, where job seekers want to move fast and explore their options,” said Stacey Lane, CEO of Staffmark Group. “But our research confirms what we’ve built our entire business around: the moment the stakes get real — an interview, an offer, a first day — people want a person in their corner, not a chatbot. The right approach isn’t choosing between the ease and efficiency of technology and the heart of human connection. It’s knowing exactly where each one belongs. That’s how we help our clients compete for talent and actually win, not by replacing the human relationship, but by protecting it at the moments that matter most.”

AI Impact on Workers
One of the study’s biggest surprises is what workers aren’t worried about. Contrary to many headlines surrounding artificial intelligence, only 29% of respondents believe AI could replace their job within the next year, and 58% say AI has not changed the way they work today. Nearly one-third (32%) report AI has positively changed their job and only 10% say it has had a negative change.

Retention Paradox
The study also surfaces a retention warning employers can’t ignore. While 85% of workers report being satisfied in their current role, 43% say they’re burned out and 57% say they’re likely to look for a new job within six months — turnover risk that climbs to 69% in office and administrative and 63% in transportation roles. The findings reflect what organizations across industries are increasingly experiencing: satisfaction no longer guarantees loyalty.

About the Study

The 2026 Heart of Work Survey was conducted on behalf of Staffmark Group by national market data services firm, Attest, in July 2026. The survey was administered online to 3,746 workers across eight industries, including full-time, part-time, and temporary/contract workers ages 18 and older of whom represented a national survey. Click here to view the full key findings.

About Staffmark Group

Staffmark Group is one of the largest staffing companies in the United States and is a portfolio company of RGF Staffing, the Staffing SBU of Recruit Holdings. For more than 55 years, Staffmark Group has delivered the industry’s widest range of tailored workforce solutions through its family of specialty brands, including Staffmark, Advantage Technical, Hunter Hamilton, Digital People, and Employee Management Services (EMS). Operating across a network of over 300 locations, Staffmark Group places over 125,000 talented individuals annually. To learn more about Staffmark Group, visit www.staffmarkgroup.com.

About RGF Staffing:

RGF Staffing is a leading global HR services provider with activities in Asia Pacific, Europe, Japan and North America. Every day around 272,000 people work for businesses and institutions via the RGF Staffing network. RGF Staffing is a part of Recruit Holdings Co., Ltd. For further information please visit www.rgfstaffing.com.

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SOURCE Staffmark Group

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LEAP Group Relaunches HumanView, a Growth Intelligence System Built to Explain Why Customers Behave the Way They Do

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3 hours ago

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October 24, 2026

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Reimagined from the ground up, HumanView pairs statistical modeling with expert analysts to turn millions of real-world customer signals into business decisions

LOUISVILLE, Ky., Oct. 23, 2026 /PRNewswire/ — LEAP Group today announced the relaunch of HumanView, its growth intelligence service. The new version has been rebuilt from the ground up and now has a dedicated home at leapgroupnetwork.com/humanview.

HumanView analyzes what customers say and do across social platforms, e-commerce sites, review platforms, search behavior and user-generated content, including signals from Reddit, TikTok, YouTube, Meta, Amazon and Walmart+ that general AI tools cannot always access. Because the data reflects unprompted, real-world behavior, it avoids the response bias built into surveys and focus groups.

The service works in three layers. HumanView captures signals at scale, decodes millions of records through validated statistical models such as regression, correlation and clustering, and then relies on experienced analysts to interpret the patterns. Clients receive clear, human-validated insights instead of another dashboard.

“Machines find the patterns. Humans find the point,” said Alan Gilleo, CEO at LEAP Group. “The first version of HumanView showed us how much customers reveal when nobody is asking them questions. This version is built to explain why they act the way they do, and to put those answers in front of everyone making decisions, from product to service to marketing.”

HumanView focuses on three areas:

Growth Intelligence: customer motivations and how people perceive a brand and its competitors

Market and Category Intelligence: product pain points, service friction, unmet needs and competitive gaps

Audience Intelligence: new segments, positioning opportunities and gaps in the market

Every model is designed and validated by data scientists and benchmarked before it informs a recommendation.

To learn more about HumanView, visit leapgroupnetwork.com/humanview.

About LEAP Group
LEAP Group is a boutique marketing agency holding company with offices in Louisville, Indianapolis, Cincinnati and Chicago. Guided by the belief that brands should “Market Less. Matter More.,” LEAP gives clients access to specialized experts across its entire network. Learn more at leapgroupnetwork.com.

View original content to download multimedia:https://www.prnewswire.com/news-releases/leap-group-relaunches-humanview-a-growth-intelligence-system-built-to-explain-why-customers-behave-the-way-they-do-302918557.html

SOURCE LEAP Group

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STEPHEN A. SMITH ADDRESSES WHITE HOUSE DINNER ATTENDANCE, REAFFIRMS COMMITMENT TO HBCUs AND PROTECTING CORPORATE INVESTMENT IN BLACK EDUCATION

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4 hours ago

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October 24, 2026

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NEW YORK, Oct. 23, 2026 /PRNewswire/ — Stephen A. Smith, media mogul, New York Times bestselling author, and proud 1991 graduate of Winston-Salem State University, is addressing the public discussion surrounding his decision to attend a White House dinner with President Donald Trump, emphasizing his commitment to the long-term financial stability of Historically Black Colleges and Universities (HBCUs).

For Smith, the decision was rooted in a commitment to institutions that have educated generations of Black leaders, professionals, entrepreneurs, and public servants.

“I will always advocate for HBCUs and the students whose futures depend on them,” Smith said. “My reason for attending the White House dinner was to discuss the challenges these institutions face in securing long-term funding and to make the case that corporate America must continue to invest in them.”

Smith acknowledged federal support through the FUTURE Act while expressing concern that political tensions surrounding diversity, equity, and inclusion (DEI) could discourage private companies from supporting HBCUs. He maintains that these institutions deserve sustained corporate partnerships, philanthropic contributions, and public investment.

“If we truly believe in free-market capitalism, businesses should be able to support educational institutions and charitable causes without fear of criticism or repercussions,” Smith said. “HBCUs have made extraordinary contributions to this country. They deserve sustained public and private investment.”

Ashley Christopher, Esq., Founder and CEO of the HBCU Week Foundation, recognized Smith’s advocacy and decision to engage with the administration.

“Stephen A. Smith has been a powerful advocate for HBCUs, using his platform and influence to shine a national spotlight on our institutions,” expressed Christopher, “His continued support of HBCU Week helps advance our mission of connecting students with life-changing educational opportunities, and we are proud to have him as our ambassador.”

Since Smith became an HBCU Week Ambassador in 2019, the initiative has facilitated more than 15,000 on-the-spot college acceptances and raised and awarded more than $150 million in scholarships, according to the HBCU Week Foundation.

As public discussion continues, Smith is emphasizing the importance of ensuring HBCUs have the resources and partnerships needed to educate future generations and expand opportunities for students.

CLICK HERE to watch Smith’s full response to his White House visit.

MEDIA CONTACT:

media@mrsasinc.com

View original content:https://www.prnewswire.com/news-releases/stephen-a-smith-addresses-white-house-dinner-attendance-reaffirms-commitment-to-hbcus-and-protecting-corporate-investment-in-black-education-302918547.html

SOURCE Straight Shooter Media

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Advantex Announces Completion of Financing and Extension of Maturity Date of Previously Issued Debentures

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4 hours ago

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October 24, 2026

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TORONTO, Oct. 23, 2026 /CNW/ — Advantex Marketing International Inc. (CSE: ADX) (“Advantex”), a leader in the merchant cash advance and loyalty marketing products for merchants, today announced the completion of a $250,000 secured debt financing. Advantex issued a $250,000 non-convertible debenture which bears an interest rate at 12% per annum and matures December 15, 2027. The proceeds raised from this issuance of the Debenture will be used for working capital purposes.

Advantex has also extended the maturity of its existing $700,000 in 12% secured debentures from October 10, 2026 to December 15, 2027.

About Advantex Marketing International Inc.

Advantex provides working capital to merchants. Advantex also provides specialized marketing programs that enable members of Aeroplan to earn Aeroplan points at participating merchants.

Advantex shares trade on the Canadian Securities Exchange under the symbol ADX. For more information go to Advantex’s profile on www.sedar.com

Forward-Looking Information

This news release contains “forward-looking statements” within the meaning of applicable securities laws relating to the future business and operations of Advantex. Actual results and developments may differ materially from those contemplated by these statements. The business and operations of Advantex described herein is dependent on a number of factors and is subject to a number of risks and uncertainties. Factors that could cause actual results to differ material include, but are not limited to, changes in Advantex’s economic and competitive conditions including but not limited to the industry sectors in which Advantex operates.

The statements in this news release are made of the date of this release. Forward-looking statements are made based on management’s beliefs, estimates and opinions on the date the statements are made and Advantex undertakes no obligation to update forward-looking statements if these beliefs, estimates and opinions or other circumstances should change, except as required by applicable law.

SOURCE Advantex Marketing International Inc.

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